IPMA-HR PO-EL study plan

Map the structure and decision-making context of public-sector HR: distinguish merit system principles, civil service rules, and at-will concepts as they apply in agencies

Define each core HR function (job analysis, classification, staffing, compensation, relations, development) and state how it connects to the others in a public agency workflow

Build a recruitment funnel diagram from job requisition through conditional offer, labeling where HR, the hiring manager, and the appointing authority each act

Write behavioral and technical question stems for three common public-sector job families (direct service, administrative, technical) and tag each to a competency

Explain the difference between minimum qualifications and preferred qualifications and why public agencies must document both

Compare structured versus unstructured selection methods and identify which reduce adverse impact and which invite legal challenge

Draft a scoring rubric for a structured panel interview with anchored rating levels and a documented weighting scheme

Differentiate job-based classification from person-based and skill-based pay systems, and explain how a classification study is conducted

Calculate compa-ratio, range penetration, and a basic salary survey market index from sample data

Outline a 30-60-90 day onboarding plan that includes compliance paperwork, role clarity, and a buddy assignment

Explain the components of total compensation in public agencies, including pension contribution structures and deferred compensation options

Describe how benefits eligibility, FMLA-style leave, and health plan enrollment interact with pay administration

Identify the statutory framework governing public-sector labor relations and distinguish rights of unionized versus non-unionized employees

Sequence the steps of a grievance procedure and the steps of collective bargaining, noting where impasse and mediation fit

Draft a disciplinary action memo that satisfies just-cause standards and progressive discipline documentation

Apply disparate treatment and disparate impact analysis to staffing scenarios and identify which theory fits each fact pattern

Explain reasonable accommodation and the interactive process, including documentation requirements and undue hardship analysis

Describe retaliation and how to structure complaint intake so that protected activity is not penalized

Distinguish ethics rules, conflict-of-interest standards, and gift restrictions that apply to public employees

Identify whistleblower protections and the accountability reporting channels available in public agencies

Design a performance management cycle with goal setting, mid-cycle check-in, and end-of-cycle evaluation, specifying who owns each step

Write SMART performance standards for three positions and distinguish them from trait-based ratings

Compare training needs assessment methods (survey, focus group, competency gap analysis) and select one for a sample agency unit

Explain how training evaluation levels (reaction, learning, behavior, results) map to HR metrics reporting

Revisit HR function integration from Week 1 and identify where performance data feeds classification and compensation decisions

Outline an agency safety and health program including hazard assessment, incident reporting, and recordkeeping obligations

Describe workplace violence prevention and employee assistance program referral pathways

Identify the core data elements of an HR information system and explain data governance, access control, and retention rules

Compute and interpret workforce metrics: turnover rate, time-to-fill, vacancy rate, and diversity representation ratios

Build a dashboard specification listing metric, source system, owner, and reporting frequency

Integrate compensation, EEO, and performance content by analyzing a pay equity scenario and recommending corrective action

Evaluate a training program for accessibility and inclusion of diverse learners

Reconcile performance ratings with compensation decisions and identify documentation gaps that create legal exposure

Practice applying multiple domains to a single case study and defend the reasoning in writing

Identify your three weakest sub-areas from Weeks 1-6 and write targeted remediation notes for each

Complete a timed full-length practice assessment under exam conditions and record your score by domain

Review every missed item and write the underlying principle, not just the correct answer

Rehearse the highest-yield distinctions: disparate treatment versus impact, exempt versus non-exempt, mediation versus arbitration, and structured versus unstructured selection

Build a one-page formula and definition sheet for metrics, compensation calculations, and key statutory terms

Confirm exam-day logistics and set a final 48-hour review schedule that touches every domain briefly